Contents page

1. Introduction...............................................................................................................................................2

2. Issues............................................................................................................................................................2

Listed by the author.......................................................................................................................................2

3. The brief description of research methodology........................................................................................2

4. The basic result or findings from research................................................................................................3

5. General critique.........................................................................................................................................4

6. Contributions.............................................................................................................................................4

7. Our opinion of the strength and weaknesses of the article........................................................................5

8. The usefulness or significance of the article.............................................................................................5

9. Result or findings......................................................................................................................................5

10. Conclusion of the article over all finding...............................................................................................5

11. Summary of the article............................................................................................................................6

12. Questions.................................................................................................................................................6

13. References...............................................................................................................................................7

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 1. Introduction

The main purpose of this paper is to review the article/paper which examines the best performance
of the organization as well as its impact on employee’s job satisfaction and motivation.
Job analysis organizes the information for that position such as tasks, knowledge, skills, abilities
and other attributes known as KSAO - Knowledge, Skill, Ability and other personal
characteristics. This an activity that human resources managers have to constantly deal with
because it is the basis for human resource planning, giving important information necessary for the
development and job specification. Good human resource planning involves meeting current and
future personnel needs. The manager ensures that personnel needs are met through ongoing
analysis of performance objectives, job requirements, and available personnel, coupled with
knowledge of employment laws (Fred C. Lunenburg, 2012)
Job analysis is one of the main treatmentsof handling human resource management.It can do
different activities regularly or proactive system. Job analysis can help to identify factors that
shape the employees motivation and job satisfaction. From this fact the research focuseson
establish co-relationship between organizational performance and job analysis in the context of
human resource management. But most of the time relationship between organization performance
and human resource management practice like:-job analysis, job performance, and process of
recruitment connecting job analysis a full flow. The research paper aims to examine the
relationship between organization performance and employee’s job analysis in the context to
Bharat Sanchar Nigam limited Vadodara telecom district of Gujarat.

2.Issues
Listed by the author
The organization performances are still faced with public sector due to the negative factors of job
analysis, job design, job description, and job specification. Organizationperformance known to
“undermine organization manager, engage the worker to job activity and ultimately satisfaction
their individual specific task”,
STATT, (2004) discussed that the job description outlines the job tasks, duties and responsibilities
and serve as guide for the recruitment and selection process going forward in general, a job
description can be seen as relating to all the technical, administrative and managerial aspects of the

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job, the job title, job summery, job duties, task and out puts. On this basis, organization
performance can achieve or handle to state clearly job analysis, job description and specification
with motivation factors,andalthough good management skill of manager activity can implement
public sector to achieve high organization performance.

3. The brief description of research methodology

The research method is quantitative research approach. It is emphasized statistical, mathematical
or numerical analysis of data. The questionnaire consists of factors like organizational
performance, job design, job description, job specification, organization police and practices and
job evaluation. The research paper aims to examine and analyzed the relevance of organizational
performance and job analysis in context to employees of Bharat Sanchar Nigam Limited,
Vadodara Telecom District, to avoid challenges any organization and although to use employees
wisely. The survey questionnaire was administered to prepaid cellular service users Bharat Sanchar
Nigam Limited, Vadodara Telecom District through email and in person by (430 out of 250,270)
by employing sample size determinants like: confidence level, confidence interval and
population.The sample size is determined as 430 by employing convenience sampling technique.
The following statistical formula has supported on finalization of sampling size

SS= z * (p) * (1-p)

2
c

Where: z = z value (e.g.1.96 for 95% confidence level)

P = percentage picking a choice, expressed as decimal (0.5 used for sample size needed)

C = confidence interval, expressed as decimal (e.g. 0.o4 = ±4

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Theoretical framework

job discription

job job
analysis specfication

job desigin

performance
apprisial

4. The basic result or findings from research

Job analysis is essential to achieve the goal in context to Bharat Sanchar Nigam Limited, Vadodara
Telecom District, Especially for developing countries. It is important to achieve the strategic plan
of any organization. Due to the performance of organization job analysis, job evaluations are a
vital role to achieve the goal of organization. This article has argued that the problem of job
evaluation, job description, job design, and job specification affects organization performance of
Bharat Sanchar Nigam Limited, Vadodara Telecom District. But for article review H13 state there
is significant positive relationship between organizational performance and organizational polices
and practice in context to Bharat Sanchar Nigam Limited, Vadodara Telecom District. Generally
there is a problem to implement factors of organization performance. The most common one’s of
job design, job evaluation, job description and job specification and organizational police and
practice … etc. but the most factors of organizational performance have positive and significant
relationship in context to Bharat Sanchar Nigam Limited, Vadodara Telecom District.

5. General critique
The central concept of this article is job analysis. From the fact of this article have its own strong
sides or short comings. For example the article stated as job analysis one of the formidable or basic

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obstacles and impediments for organization performance in context to Bharat Sanchar Nigam
Limited, Vadodara Telecom District. It diagnoses the root cause of job analysis and adopts holistic
measures to curb the menace Indian public sector, the following are my comments to ward short
coming of this article:-

 The articles mostly focused on job analysis effect on the organization performance but the
excessive tolerance of job analysis can have serious negative effects on institution strategic
plan implement and employee’s satisfaction.
 Causes of organization performance which is job design, job evaluation, job description
and specification related factors under study are not much considered.
 The approaches that focus on the impact of job analysis does not clearly mentioned on the
article.
 The title for the article to study is not short and explanatory that is easily understand by the
readers and other writers.
 The data interpretation is more sophisticated and complex and it does not give brief and
short overview of the general subject of the article.
 The research papers have not adequate information about weakness and strength of the
article.

6. Contributions
This article has its own importance on organization performance and other writers who are
interested to work on it. It showed us to propose a comprehensive framework that can be adopted
to curb the impact of job analysis an inquiry on Indian public sector. The article also tried to
explain about the relationship of job design, job evaluation, job description, job specification and
organization police and practice how to influence the organization performance an inquiry on
Indian public sector. It also involves highly strong job analysis implement in the organization
based on identify the content of a job interims of activities, gain high level of organization
performance on Indian public sector.

7. Our opinion of the strength and weaknesses of the article

This study is not show the relationship of job description and job design for the organization
performance. It is a primary direction of stamping out the impact of job analysis on the
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organization performance. This article cannot more emphasis job determine activities like duties,
tasks, or activities of jobs. According to this fact human resource managers use the data to develop
job specification, job description and job analysis that are the base for organization performance
and although bases for recruitment, training, employees performance appraisal and career
development.

8. The usefulness or significance of the article

The information of job analysis, job design will contribute to the knowledge the researchers as
well as provide much information to the human resource managers. The outcomes of the present
article would be useful to the BSNL management as they search for ways to increase
organizational performance and maximizing job satisfaction.

9. Result or findings
Impact of job analysis exists in all organization performance globally, but it is believed to be more
pronounced in inquiry Indian public sector. Due to these fact scholarssuggest that job analysis is a
root factors of achieve organization performance for other equivalent factors like job design, job
evaluation and job specification. Job analysis is a key factor of employee’s motivation for the
means of providing information of organization. It helps to determine which employee’s are best
fit for specific job. The article collected data reveals that organizational performance and job
analysis are positively related with each other.

10.Conclusion of the article over all finding

Good conduct of job analysis is just the proper conduct of good performance of organization. One
of the crucial factors that matters in good enough job analysis is a well functioning on organization
performance or public sector. A good conduct of job analysis implement on public sectors,
employee’s trust by actually delivering the needed services. It is a crucial factor that determines
which employee’s are best fit for specific job. This could be the focus of our common
responsibility. Job analysis one of the most and the first determinant factors of organization
performance. For the reality of these facts any government and private organization can conduct
good job analysis system for all organization performance.

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11. Summary of the article
To state the article review to the base line of its significance and accuracy of articles, Impact of job
analysis is found everywhere but it is deep rooted in the Indian public sector. Impact of job
analysis in private and government organization continues to be one of the greatest factors of
organization performance and job satisfaction. Institutions which were designed for the regulation
of the relationship between effect of job analysis and organization performance, Job analysis is the
rational factors of organization performance to determine specific job activities. Which means to
conduct good quality of job analysis on the organization, it provides numerous advantages for
recruitment, training, job evaluation and although to determine which employee’s are best fit for
specific job. Managers and experts has made efforts to develop a programto implement good
conduct of job analysis to achieve organization performances, and although can manage and use
wisely human resource the right person on the right place. Short term activities are recommended
to launch organization performance, by establish good conduct of job analysis but also to consider
major factors of organization performance like job design, job evaluation, job specification, job
description and organization police and practice.

12. Questions
1. To study the relationship between organizational performance and job design in context to
Bharat Sanchar Nigam limited, Vadodara telecom district.

2. To examine the relationship between organizational performance and job description in context
to Bharat Sanchar Nigam limited, Vadodara telecom district.

3. To study the relationship between organizational performance and organizational police and
practice in context to Bharat Sanchar Nigam limited, Vadodara telecom district.

4. To study the relationship between organizational performance and job specification in context to
Bharat Sanchar Nigam limited, Vadodara telecom district.

5. To study the relationship between organizational performance and job evaluation in context to
Bharat Sanchar Nigam limited, Vadodara telecom district.

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13. References
1. Amos, T., Ristow, L, (2004) human resource management (2nd Ed). Lansdowne; jute.

2. Byars,L.L.&Rue,L.W.(2006).Human Resource management (8ED).new York:theMcGraw-

hill.

3. Cascico,W.F.(1998).managing human resources. Boston,MA:Irwin/McGraw-hill.

4. F. C. Lunenburg /2012/, Human Resource Planning: Forecasting Demand and Supply,

International Journal of Management, Business, and Administration Volume 15, Issue 1, pp. 1-10